What do you do if your team members are hesitant to provide feedback?

Trust is not built overnight but the essential elements are backed by research: - staff need to believe leaders are competent, communicative and honest (align actions and words, be ethical, communicate clearly); - staff need to feel respected as professionals & people (show an interest in what matters to staff, appreciate and support them) - there needs to be a perception that everyone has a fair chance to succeed in the company (no favourites. Provide resources, pay & promotions equitably) They need to feel safe to provide feedback; underpinning this are all the elements of DEIB. No one will give feedback if they feel they will be unfairly targeted as a result. Staff want to see leaders take tangible action when they receive feedback.

It is also important to understand cultural aspects..for example in High power distance cultures like India, people feel shy and afraid to give feedback to superiors who are by default a revered authority. Building trust is important.. start by highlighting importance of feedback, how will it be used, also highlight what is in it for team members, create anonymous platforms, simple questionnaires to collect data. Most importantly follow through and let people know what actions have been taken. If this is used as mere feedback receiving exercise without visible changes, people lose trust and don't want to enter feedback process again.

I encourage open communication by fostering a supportive environment using tools like Slack and Microsoft Teams. Through regular one-on-one meetings, I build trust and show appreciation for their input. Leading by example, I provide constructive feedback, inspiring them to do the same, thus fostering a culture of continuous improvement.

If team members are hesitant to provide feedback, create a safe and supportive environment where open communication is encouraged. Lead by example by soliciting and accepting feedback yourself. Provide specific prompts or structured formats to guide feedback discussions. Emphasize the value of feedback in personal and team development. Build trust through active listening, empathy, and confidentiality. Regularly communicate the importance of feedback and its impact on team growth and success.

Giving feedback is intimidating even for those who are experienced with it. Create some opportunities for those who need a refresher to practice. Draft some scenarios where they act out being an employee, a manager, and an HR professional in a feedback conversation. Being able to practice on semi-scripted scenarios will help build confidence on those that are not organically so.

Don’t ask for feedback if you aren’t going to consider it and follow up on it in a timely manner. Staff know when their feedback fall on deaf ears and stop providing it. If this is their experience, some will even quit because of it. Follow up demonstrates that you value a staff member’s input and are committed to addressing their concerns or suggestions. It helps if you can identify actionable steps to implement, and timeframes, based on feedback provided, so employees know their input can lead to meaningful change. If you can’t implement their feedback, discuss this transparently after due consideration has been given to it. This will help to foster a culture of open communication and trust.

building trust, creating a safe and supportive feedback culture, providing specific guidelines for giving and receiving feedback, offering training on constructive communication, leading by example, and addressing any fear of retaliation. Recognize and appreciate feedback contributions to foster a culture of continuous improvement and development within the team.

If your team members are hesitant to provide feedback, create a safe and open environment where they feel comfortable expressing their thoughts. Encourage open communication by leading by example and actively seeking feedback yourself. Provide specific examples of the type of feedback you're looking for and reassure them that their input is valued and will be used constructively. Additionally, consider anonymous feedback channels to alleviate any concerns about repercussions. Regularly follow up on feedback received to show that it's being taken seriously and acted upon.